Occupational Safety and Health Administration Logs - Osha Regulations Employees Knowledge Base

Osha Regulations Employees Knowledge Base

For training on OSHA regulations Does partime employees need to be train by emplyer?

do OSHA regulations apply to a company with less than 10 employees?

Per OSHA regulations I installed emergency eye washers. Now my employees want bidets in the uni-sex bathrooms? Do you think that's a little over the top? Or maybe a bit too much under the bottom?

What are the OSHA regulations concerning temperature of working environments for office workers? I've heard that per OSHA the temperature office cannot be over 80 degrees before an employer has to send their employees home. But find the information on OSHA's website.

Is it legal, by OSHA regulations, to have an employee work 7 days in a row?

Are there any OSHA regulations that require an employee to take a lunch break?

Who is responsible for overseeing safety regulations pertaining to employees in public schools? My friend works in a school cafeteria. She works in the kitchen area where water is sloshed on a tile floor constantly. She has fallen several times and non-skid shoes do not help. She has asked for the school to get slip proof rubber mats but they refuse to spend the money. Does OSHA govern the schools like they do industries? Who sets the standards in our school systems to insure workers aren't hurt needlessly?

Does another person have to hold a ladder for you when changing exterior lightbulbs according to OSHA Regulati One of my employees said according to OSHA regulations he had to have another person hold the ladder to change a exterior light bulb

Does OSHA have any regulations concerning employee decisions based on MSDS forms? I work at a small company where I handle samples of assorted chemicals and substances as part of my job. Most are not hazardous or not terribly so, but there are a few exceptions. An MSDS is usually either provided to me or is readily accessible. I would like to know if I have any legal/OSHA-type right to refuse to handle certain substances that the MSDS indicates contain highly carcinogenic and/or toxic ingredients. My exposure would be minimal, but I want no exposure at all. Do I have any legal ground to stand on should I refuse a task that involves working with these substances?

OSHA regulations and power safety...untrained employee assigned to do power work!? A said telecommunications company is performing not so good right now. So to cut back on cost and having trained contractors come in and do the work, some are being asked to perform power related tasks to equipment that have a ton of live current going through it. No one has been provided ANY training for this ...just a method of procedure and a screw driver. Can/Should I make a complaint to OSHA for this because I am really scared someone could get hurt if they incorrectly touch the wrong thing? I know this is a serious issue and I am for certain about the facts because that employee would be ME. I work alone and at night. NOT knowing anything about working with power and being asked to do this which by the way is outside of my job description is dangerous. One wrong move and obviously I wouldn't know what that would be until I did it and I could be injured and my body would be found the next morning. As far as favors go, I could careless because my life is more important to me than what any company has to offer. If the company gave a sh*t about my future, they wouldn't be asking me to do something like this anyway. The company won't be caring for my children if I am mamed or dead.

Is there any law or OSHA regulation that states how many hours an employee can work before they get a break? Is there any law or OSHA regulation that states how many hours an employee can work before they get a break? I live in Ohio, near Dayton b/c i'm wokring for a LARGE corporation that just opened a new store and i have on several occasions worked 7 hours without any form of a break. I am also wondering if there was any regulation/law on how far in advanced a company is bound to post schedules? (and not waiting until the day before to post the comming week). Relevant replies would be much appreciated.

Where can I specifically find the OSHA Regulations for bathroom breaks? There is a situation at my workplace where employees are fighting to get lunch breaks and bathroom breaks on a daily basis. Some employees are lone employees working anywhere from 4 to 8 hours per day alone, at a kiosk store. My location is also considered a kiosk store. I am in Georgia, in the USA. I have dealt with the same thing - working some days 2pm to 10:15pm alone, with a single lunch break halfway through and sometimes only a single restroom break apart from that lunch break. I've had to call multiple locations and hunt down a lunch break or bathroom break, and even then someone at another store with two people still didn't really want to come down. The employee is quite interesting. They don't seem to think there is anything wrong with this. They have no real 'floater' that goes from store to store, other than the Area Manager and Regional Managers; and they are not going from store to store on the same day. They may have around x store on x day and then x store on x day, but it's not consistent. I called and spoke with an OSHA representative, and he said that's a violation. However, I'm a little concerned about some things. Particularly, I find a lot of vague, unstable material on the OSHA website when searching for bathroom break related material. Trying to find even "regulations" on bathroom breaks is hard. I think I speak quite fairly and frankly when I say that everyone has to pee every 2-3 hours at least. The area that I work in (in a federal airport) is a very dusty place. I have allergies and my throat hurts a lot of the time, especially when it gets dry. The people at the corporate office don't have to worry about this - their bathroom is right there in their office. We're in a freaking airport concourse. the Georgia Department of Transportation recently made a rule to where the company gets fined if we close the store gate to go to the restroom. So the company doesn't want us to do that, but doesn't want to provide 2 employees a lot of the time, either. What can I do? I'm a little scared to make an OSHA complaint and then have them go out "on a good day" and do an inspection to find that one or more stores happen to have more than one employee at that time; then I would look like an idiot and like I falsified what I said. Apparently there are two types of OSHA action - OSHA can call the corporate office and tell them via phone, but I'm not sure if that would be documented and helpful to me if the company retaliated. Supposedly, according to a lawyer that I talked to briefly just to ask, he said that if they took any action against me (after the OSHA complaint) that I could theoretically sue them because OSHA protects with a whistleblower protection of some sort. What can I do? I'm trying to leave this place, but they are making it incredibly difficult for me in the process. Until I get another job, it's irritating. Also, even after I leave, this is an ongoing problem for other employees. And pardon that typo. It was supposed to say "The employer is quite interesting." Maj. T.J. "Snark King" Kong - you must have some really damaged kidneys and dirty blood. That's unhealthy. http://ehso.com/cssdol/dolbreaks.php Also, take a look at what this says about bathroom breaks, towards the bottom. What is this talking about, then?

What are OSHA standards for proper work temperature should be for employees? We are moving into a new office in chicago but the office doesnt have heat yet, so what is the proper temperature range or rules and regulations concerning this?

can a company make an employee pay a fine for an OSHA violation? I work in the construction business and was recently inspected by OSHA. The company I work for was fined $6900.00 for non-compliance with OSHA regulations. Now, almost 3 months later I am having $25 taken out of my check every week for "osha fines".

Can an employer legally ask male employees to leave the toilet seat down? I have worked for at least two employers where a female manager or owner has requested that men put the toilet seat down after using the bathroom. Besides the obvious and cliche battle-of-the-sexes bullshit this conjures up, it seems like blatant sexual discrimination. I always just flatly say 'No' when they ask me. And I would never actually waste my time with filing a complaint or lawsuit. But is it illegal, or a form of discrimination? And would one have any legal recourse? A link to an actual court case or OSHA regulation would be great here.

are first aid kits required in all places of employment? my place of employment does not have a stocked first aid kit that is readily available to employees. Are there OSHA regulations that should require my employer to have one? My place of employment is a call center, if that matters any.

how many employee do you have to have to be under osha regulation for laser treatment?

29 CFR 1910 regulations concerning storing employee prescription medication in an occupational first aid kit? I have an employee who is asthmatic, and he's put a back-up inhaler in one of our First-Aid kits here at work, and I'm not comfortable with it since I can't find any regulations in regards to the legalities of it's storage there. It's not narcotic, and the prescription is well labeled for what it is and for who. It'll just be my luck that if there IS a regulation against it, OSHA will show up and find it. I've looked through the CFR 1910 under everything I can think of, and I can't seem to find any regulations concerning an employee storing his/her own prescription medication in a workplace First-Aid kit. Anyone got any ideas on where else I might further look for information? I work in a production facility, and that particular first-aid kit is behind locked doors in our first-aid room. It's only accessible to our "first responders", and no one would have access to it without trained supervision. Also, it's a "back-up" in case he forgets the one he carries with him all the time. He's one of our plant employees on the production line and doesn't actually have a space of his own.

What colleges or universities offer this program? I'm trying to find schools that offer a bachelor's degree in something like Occupational Safety, Safety Management, maybe even environmental safety - something that covers OSHA regulations, fire codes, and talks about ways to keep employees safe. I live near Philadelphia, so if it's not within driving distance than I would have to be able to take all the classes online. I know there is a program at Eastern Kentucky University, and I am considering it, but I want to see if there are other options out there.

Is it legal to require staff -in a health care agency-DDA- to pay for their PPD? Do OSHA regulations require PPD's for group home employees? And if the PPD is required shouldn't the agency pay for it?

Are there legal ways to get around prostitution laws? One idea I had was to start a business in which customers paid money to enter a club and employees(usually women) were paid regularly just to be in the club among the customers, with no specific sexual obligations. The women would choose whether or not to engage in sexual activities and based on ratings by customers and/or observations by the employer, the employer would decide whether or not to continue a person's employment. I'm not sure if this would work because of things like OSHA regulations and the possibility that although no solicitation of sex in exchange for money is taking place, it could be interpreted as an indirect exchange or as a "front" for prostitution, as is the case with escort services. What do you think? Do you have ideas of your own?

Where can i get information on FDIC and all the payroll laws for a Limited Liability Corporation? We are starting a Limited Liablility Corporation. I would like to know where i can find info on FDIC, OSHA, and any other state rules and regulations for employees.........

Who is responsible for the cleaning of vomit in a place of employment? As far as OSHA regulations are concerned. Isn't there a person that is supposed to be biohazard trained or certified? The company can't make any employee they want cleanup biohazards such as vomit could they?

Does NFPA 70E 120.2(d)(1) allow electrical work on equipment without lock out? Is this allowed by OSHA? NFPA 70E 120.2(d)(1) The individual qualified employee control procedure shall be permitted when the equipment with exposed conductors and circuit parts is deenergized for minor maintenance, servicing, adjusting, cleaning, inspection, operation conditions, and the like. The work shall be permitted to be performed without the placement of lockout/tagout devices on the disconnection means, provided the disconnecting means is adjacent to the conductor, circuit parts, and equipment on which the work is performed, the disconnecting means is clearly visible to the individual qualified employee involved in the work, and the work does not extend beyond one shift. (It appears that NFPA 70E allows this procedure, but is there an OSHA regulation that overrides this?)

Employee Storage Lockers? I'm thinking to buy a small company, and temp housing is on the property. I want to place storage lockers in the rooms for the employees. In Louisiana, I cannot find any codes or OSHA regulations that require me to anchor lockers to floor or wall or both? Is their any requirement on these lockers 78"H X 32"W?

What would be my best bet for this situation? I've been at a job for nearly two years now (it will be 2 years in May). The place is falling apart, I'm ready to leave. I have an assistant manager there that hates me, slanders me among other coworkers, and recently has been making false statements to the store manager about things that he claims I said. He has hated me ever since I started there, and he seems to do that with every sales associate...he seems scared they are a threat to his job. He's not a very bright guy, cheats on his wife at work (but boasts about her to some people, and talks about his kids, etc. - he's living off from his wife), she calls him sometimes 10-15 times per day on the company phone (where he spends who knows how long each day) and he uses a cell phone in the store sometimes. I have a job interview today at 9am at Publix supermarkets, which seems promising. It's a company that my mom works for, and that she has been at for 11 years, so I was able to put her down when asked if I knew anyone that worked there. I filled out my application a few days ago, and also left a custom Resume and Cover Letter. After completing the application at the electronic kiosk in the store, it said that I was a "Preferred Candidate" and to go to the Customer Service desk and talk to a manager. They weren't there at that time.I got a call the next day from a manager. He scheduled an interview, and their new week (which I know from my mom) starts on Saturday, so I'm wondering if he's going to hire me outright. They apparently do drug testing via the new method of putting this foam swab thing between your cheek for a while, and then they ship that off to be tested (I have nothing to worry about in any drug test - never used drugs). Also, from what my mom has seen, they hire before the drug tests results are even back - then fire later, if it comes back positive. I'm facing "corrective action" at my job, possibly tomorrow. Partially for some stuff the ASM said that isn't true...he literally created a lie. My interview is at 9am; my current job's work time is 1pm to 9pm after that. I'm not sure if the manager at the potential job has called my store manager for a reference yet; so I plan to bring along a paper with specific times that my manager is working. Mainly, for me to see if he has called her before he set up my interview, and also so that he can call her as quickly as possible (hopefully) since she will be there since it's her shift times that I would be giving him. I want to quit my current job outright - I don't want to stay there anymore. There's too much going on, the computers don't work right and can't keep a stable connection. They're violating OSHA regulations (I called and spoke to someone at OSHA who agreed) by not wanting employees to go to the restroom, even if working 5+ hours (some up to 8) by themselves. You can't close the store without disciplinary action. I basically am hoping that the manager at Publix has called my current manager for a reference already (before setting up my interview a couple of days ago), and that I can go in an quit my current job outright tomorrow with no need for them anymore. I normally like to be professional and give 2 weeks' notice - I can't there. There's too much going on. I do not plan to share any of this with him. I'm going to keep my interview all positive - and give him a list of my "days off" (which I'll be coming up with) as if I'm still working there, once I know for sure that he has called her for a reference and I can quit afterwards. If I tell him I'm quitting outright, he may not hire me. So I'm in a no-win situation. Any advice? Obviously, if he hasn't called her yet for a reference, I'm going to suck it up and go in to work today at my current job; until I know for sure that the manager I'm interviewing with has promised me a job and a start time, and has called my current manager for the reference check (if he will even do that). For two weeks, I'll just give him certain days that I'm "off" as if still working the other job. I've never heard of a manager calling for a reference more than once, after the first reference check. My store manager would still say some positive things about me at the time, so she would give a decent reference. But the ASM is slowly turning her against me. Note that right after I got done with my application and went to the Customer Service desk to ask for a manager, someone was in front of me in line. I hear a worker walk up and tell the lady behind the desk that someone had called out...possibly one or more of their stockers, I think. So I have reason to believe he may be a bit more desperate.

Employers responsibility in the case of a stalker? There is a creepy guy who's been harassing and stalking the employees of my workplace for years. I am the first and only one to file two police reports on him. My employer refuses to serve him with trespassing papers because he has not stolen anything, caused a scene, or threatened anyone. What he HAS done is followed employees and customers (they have to be escorted to their vehicles), waited for employees by their cars, parked next to their cars (my case), chased an employee down an aisle, stands within 3 feet of a female employee and stares at them. They are making this MY responsibility to get rid of him by getting a PPO. To do so, I have to open myself up personally to the wrath of this person once he finds out he will no longer be able to come on the property. It will be MY name he will know, not any of the management in the store although they'd like to get rid of him too. My questions are: In Michigan, are there any labor laws that would force my employer to deal with this at store level? Whom do I contact at the Department of Labor (or other entity) to get this information? Is there anything in OSHA regulations regarding the responsibilities of an employer to provide a safe working environment when it comes to the permanent removal of a disruptive customer?

Anyone who works in Medical field familiar with OSHA and HIPAA.? I need to interview somone who works in a healthcare setting to find out how the employees are trained in HIPAA and what regulations the facility has concerning privacy and the release of information. I need the following questions answered: - Is HIPAA enforced in your work setting? -Are there consequences for violators? What are they? -What do you do to protect a patients privacy? -Is it considered a violation to discuss a patient in a room full of medical staff? Why? -If you are witness to a coworker violating HIPAA, how do you react to this? -what is the purpose of HIPAA and why was it created?

no one will respond to my resume? I am in the top of my field I can’t get anyone to respond to my resume I have applied for over 300 jobs not one reply . several jobs where for restaurant superintendent And I have a ton of building restaurant experince?? JOHN OBJECTIVE I am ready to work for those who need a professional and highly experienced construction supervisor. An asset to any building project, I have a proven background in providing the highest standards while at the same time maintaining strict budgets. Experienced with managing construction crews of more than 150 employees, I provide peace of mind leadership because positive communication is essential to what I do. No project is too large or challenging for me and I am completely familiar with and up-to-date on all necessary building codes and OSHA regulations. Ready to travel Road Warrior SUMMARY OF QUALIFICATIONS For over 20 years I have successfully managed construction jobs of all sizes. Some of my certifications include OSHA 30, Forklift, and Aerial lift safety. Qualified in many different project types and facets of the profession, a partial list includes: --Construction and demolition projects --Infrastructure improvement projects --Subcontractor/Crew supervision --QC/Field engineering --Change order management --Budgeting and cost control --Site safety and OSHA compliance EXPERIENCE The following is a list of construction projects that I have supervised, many from the ground up: --Bongos Restaurant, Hard Rock Seminole Gaming, Hollywood --Morton’s Steak House, Fort Lauderdale, Coral Gables and South Beach --Zuma Miami Epic Hotel Japanese Restaurant, Miami --Polo Museum Lake Worth --Uncle Julio’s Mexican Restaurant, Boca Raton --Manny’s, Miami --Trattoria, Fisher Island --Wachovia Bank, Valencia and Boynton Beach --Our Lady Of Lourdes Church, Coral Springs --DHL Plantation --Buffalo Wings, Coconut Creek --Sur La Table, Adventura Mall --Sunglass Hut, Sungrass Mills --Sony Style west palm / Aventura /Tampa/ Orlando EMPLOYMENT REFERENCES ASSOIATES--Construction Superintendent June 2007-present Simpson--Construction Project Manager, Superintendent January 2003 to June 2007 USA--Director of Construction 1998 to 2003

Is The Hotel I Work At Required To Keep Their Garage Clean? I work as a valet driver at a hotel in Texas. The garage is property of the hotel and this is where all the guest vehicles are parked and employees park there vehicles. I've been here 5 months and I noticed that on every flat surface there is about a 1/4 inch of carbon or some black dust, in some areas it's literally mounds of dust. At other hotels I've worked they'd have street sweeps and guys with leaf blowers cleaning up the garage. To date I haven't seen anything like that here and by the looks of it it hasn't been done in a while. This is obviously a health issue for the employees only since the garage is only valet parking, guest aren't allowed in the garage now I know why. So is there any OSHA regulations that would require the hotel to clean up all that dust. I'm actually looking for another job, this dosen't seem right no job is worth risking your health over.

OSHA Standards on Hard Hats? In regards to Hard Hat protection and hard hat designated area. If employer requires Hard Hats to be worn in a designated area does every employee (including managers and supervisors) have to wear one? Is this an OSHA or State Law; or at the descretion of the employer? How should a hard hat area be marked or does it have to be marked? And if you know what section this law or regulation number it is in Osha or state law please let me now? Thank you I am in California and this is a general industry not construction.

Are Regulators turning a blind eye to employee safety in an effort to “Save Jobs” or “Make Money”? I’m speaking in general and not just about the tragedy in that West Virginia coal mine as bad as it is. OSHA has not been enforcing safety regulations for years. Is this an effort to “save jobs” or to “make money”?

Sercurity company? How long can an employee of a security company be out in the heat on walking patrol according to OSHA regulations?

Is Obama correct. Americans are soft? OR... Have businesses been regulated to death these past two decades? My brother helps run a roofing/plumbing biz... A year ago they wanted to expand, hired a guy... Good you say? WRONG!!!!! That hiring put the biz over the magic number of total employees . ALL KINDS OF REGULATIONS KICKED IN FROM OSHA TO THE EPA.... They finally fired the guy because it was too expensive to meet all the new codes. So was my brother soft or just regulated to death? Just one example,,, All new plumbing for a handicap bathroom. Doesn't matter that no one working there was handicapped or that no wheelchair bound person COULD work there. NO, they had to have that new bathroom be handicapped accessible.

What legal action can I take? PLEASE HELP!! This is severe cruelty? Alright, I have exhausted many options but am coming up short. I worked at an animal shelter for 9 months, during which I suffered injury, harassment, hostility, and observed several OSHA violations. These included sexual harassment charges I filed against my supervisor (these were filed but they refused to act because he was a family member of the shelter's lead supervisor), hostile work environments (one of my employees cornered me 3 times and told me I was a worthless b**** and HR promoted him and told me to "stop crying"), dead animals being left in their cages (due to improper care, no food, no water, and often having been killed by another animal in the kennel), unsafe protocol, including requiring us to admisinter innoculations to animals that have bite reports filed and are known to be incredibly dangers and/or feral, MSDS and RSDA regulations absent or incorrect on all chemicals, etc etc. I even fostered a kitten once and when I brought it back, I was told I had knowingly brought it back with feline leukemia and basically was told I was not only a worthless employee, but it was my fault they were going to kill the cat. I ended up paying for the test and it didn't have leukemia, but I literally cried for three days over this. There is so much animosity and arrogance at this facility. I have contacted the health department but that is going at the pace of a snail. I have since volunteered, because I honestly cannot stand to see these animals die, and I have found dead animals, mold growing in the food of animals, beating of animals, accidental euthanasia (i.e. they killed the wrong animal because they didn't look at the id number closely enough). I am seriously so upset by this and I can only do so much as a volunteer. It is alarming and disgusting and short of filing my own lawsuit (which would be expensive) are there any organizations I can contact? Please, help! I documented the days that these violations happened and have taken pictures of the mold, dead animals, etc...but I do not know if this is going to be admissable in court due to Mapp V Ohio?? Any help? I do have the evidence, not just "hear-say", plus I have brought along several unbiased and neutral people to volunteer with me so they can attest to what I saw so I won't be labeled a disgruntled employee as easily. Also, my best friend still works there, so she has the "inside scoop" and stated she would testify to this.

Will the Feds Bust Santa Claus? Will the Feds Bust Santa Claus? by George Getz (former Director of Communications for the Libertarian Party) When Santa Claus comes to town this week, he'd better watch out -- because the federal government may be making a list of his crimes (and checking it twice), the Libertarian Party warned today. "Hark the federal agents sing, Santa is guilty of nearly everything," said Libertarian Party press secretary George Getz. "The feds know when Santa's been bad or good -- and he's been bad, for goodness sakes." Does Santa belong in the slammer? Instead of stuffing stockings, should he be making license plates? Yes, said Getz, if he's held to the same standards as a typical American. For example: Every December 25, the illegal immigrant known as Santa Claus crosses the border into the United States without a passport. He carries concealed contraband, which he sneaks into the country in order to avoid inspection by the U.S. Customs Service. And just what's in all those brightly colored packages tied up with ribbons, anyway? The Drug Czar and Homeland Security want to know. Look at how this international fugitive gets around: Santa flies in a custom-built sleigh that hasn't been approved by the FAA. He never files a flight plan. He has no pilot's license. In the dark of night, he rides the skies with just a tiny bioluminescent red light to guide him -- a clear violation of traffic safety regulations. Pulling Santa's sleigh: Eight tiny reindeer, a federally protected species being put to hard labor. None of these reindeer have their required shots, and Santa's never bothered to get these genetically- engineered animals registered and licensed. It's no wonder: He keeps them penned outside his workplace in a clear violation of zoning laws. But Crooked Claus the Conniving Capitalist harms more than just animals -- he's hurting hard-working American laborers, too. Isn't Santa's Workshop really Santa's Sweatshop, where his non-union employees don't make minimum wage and get no holiday pay? Add the fact that OSHA has never inspected the place, and you have a Third-World elf-exploitation operation that only Kathy Lee Gifford could love. No wonder Santa is able to maintain his monopoly over the toy distribution industry: He's cornered the Christmas gift market. Santa dares to give away his products for free in a sinister attempt to crush all competition -- just like Microsoft's Internet Explorer. Antitrust Lawsuit Memo to the feds: Is Santa Claus the Bill Gates of Christmas? The bottom line, said Getz: "It might be tough sledding for Jolly St. Nick this Christmas if the government decides to prosecute him. "We're just surprised it hasn't already happened. After all, Santa Claus is everything that politicians aren't: He's popular, reliable, and gives us something for nothing every December 25th -- instead of taking our money every April 15th," says Getz http://www.lp.org/blogs/andrew-davis/will-the-feds-bust-santa-claus

Will the Republicans soil themselves when PC1 Certified businesses start running firms that sponsor the? Republican Party right out of business? PC1 Certification is an OWS Perfect Capitalist movement concept. For a business to earn PC1 Certification they have to adhere to the following guidelines: Final assembly of all products must be done in the US The company may not have a salary ratio exceeding 30 to 1 (that means that if the lowest paid full time employee makes $20,000 per year, the highest paid employee may not make more than $600,000) The company must voluntarily exceed all EPA regulations and have no open claims with OSHA The company must agree to achieve "Zero Landfill" production facilities within five years of receiving initial certification, and derive at least 20% of the energy for all production facilities from renewable energy sources This is a private sector certification that has nothing to do with the US government. Companies that apply for and meet certification criteria will be permitted to display the PC1 logo on their company literature and product packaging. Any company which has not been certified who attempts to use the PC1 designation will get sued. The movement is growing rapidly and companies will be launching in 2012. How do you think Republican Politicians will react when their beloved PAC donors start going bankrupt? @ Tripp - you didn't even read the whole thing did you? I said THIS IS A PRIVATE SECTOR CERTIFICATION THAT HAS NOTHING TO DO WITH THE GOVERNMENT. Also, regarding why would businesses want to comply? Think about that. If you have items that sell to consumers, wouldn't you want the blessing of such a popular movement? @ Patient - LEED already is off the ground. Also, the "better price, better product, better service" part, that was easy. I don't think you have any idea of the kind of people we have in the OWS-PC group. We aren't a bunch of hippies and potheads.

Is Joe D. liable or Cem-Steel? Joe D. owned and operated a general construction business. He recently was successful in obtaining a bid to build a new athletic facility. Although his company could do most of the work, he needed to hire other contractors to do parts of the job, such as cement contractors and welders to lay the foundation of the building. He selected Cem-Steel as the subcontractor to lay the foundation and the steel work. During the cement work, Jane Sprint, an employee of Cem-Steel, was hospitalized due to the large number of cement particles she had inhaled. Her employer,CemSteel, had not provided protective mouth masks. The Occupational Safety and Health Administration (OSHA) cites Joe D. for violation of its regulation about protective gear requirements.

T of F The Government needs to put more regulation on US businesses? "In a recent article for Forbes, John Mariotti made a list of just a few of the bureaucracies that U.S. businesses must contend with on a daily basis…. Medicare & Medicaid Social Security The Patient Protection and Affordable Care Act (Obamacare) Dodd-Frank Wall Street Reform and Consumer Protection Act. The Sarbanes-Oxley Act of 2002 SEC–Securities & Exchange Commission FASB–Federal Accounting Standards Board GAAP–Generally Accepted Accounting Principles IRS–Internal Revenue Service FTC–Federal Trade Commission FDA–Food & Drug Administration FAA–Federal Aviation Administration FCC–Federal Communications Commission EPA–Environmental Protection Agency EEOC–Equal Employment Opportunity Commission FLSA–Fair Labor Standards Act NLRB–National Labor Relations Board Labor Management Relations Act (The Taft-Hartley Act of 1947) OSHA–Occupational Safety & Health Administration CFTC–Commodity Futures Trading Commission NFA–National Futures Association PBGC–Pension Benefits Guaranty Corporation ERISA–Employee Retirement Income Security Act NHTSA–National Highway Transportation Safety Agency CPSC–Consumer Product Safety Committee NIOSH—National Institutes of Safety and Health Employee Retirement Plans 401(k), 403(a) etc. IRA–Individual Retirement Account USPTO–U.S. Patent & Trademark Office ITC–International Trade Commission USTR—US Special Trade Representative ICE–Immigration & Customers Enforcement BLM—Bureau of Land Management MSDS: Material Safety Data Sheets"

Where can I specifically find the OSHA Regulations for bathroom breaks? There is a situation at my workplace where employees are fighting to get lunch breaks and bathroom breaks on a daily basis. Some employees are lone employees working anywhere from 4 to 8 hours per day alone, at a kiosk store. My location is also considered a kiosk store. I am in Georgia, in the USA. I have dealt with the same thing - working some days 2pm to 10:15pm alone, with a single lunch break halfway through and sometimes only a single restroom break apart from that lunch break. I've had to call multiple locations and hunt down a lunch break or bathroom break, and even then someone at another store with two people still didn't really want to come down. The employee is quite interesting. They don't seem to think there is anything wrong with this. They have no real 'floater' that goes from store to store, other than the Area Manager and Regional Managers; and they are not going from store to store on the same day. They may have around x store on x day and then x store on x day, but it's not consistent. I called and spoke with an OSHA representative, and he said that's a violation. However, I'm a little concerned about some things. Particularly, I find a lot of vague, unstable material on the OSHA website when searching for bathroom break related material. Trying to find even "regulations" on bathroom breaks is hard. I think I speak quite fairly and frankly when I say that everyone has to pee every 2-3 hours at least. The area that I work in (in a federal airport) is a very dusty place. I have allergies and my throat hurts a lot of the time, especially when it gets dry. The people at the corporate office don't have to worry about this - their bathroom is right there in their office. We're in a freaking airport concourse. the Georgia Department of Transportation recently made a rule to where the company gets fined if we close the store gate to go to the restroom. So the company doesn't want us to do that, but doesn't want to provide 2 employees a lot of the time, either. What can I do? I'm a little scared to make an OSHA complaint and then have them go out "on a good day" and do an inspection to find that one or more stores happen to have more than one employee at that time; then I would look like an idiot and like I falsified what I said. Apparently there are two types of OSHA action - OSHA can call the corporate office and tell them via phone, but I'm not sure if that would be documented and helpful to me if the company retaliated. Supposedly, according to a lawyer that I talked to briefly just to ask, he said that if they took any action against me (after the OSHA complaint) that I could theoretically sue them because OSHA protects with a whistleblower protection of some sort. What can I do? I'm trying to leave this place, but they are making it incredibly difficult for me in the process. Until I get another job, it's irritating. Also, even after I leave, this is an ongoing problem for other employees. And pardon that typo. It was supposed to say "The employer is quite interesting." A lot of people say that OSHA doesn't cover bathroom breaks or lunch breaks. http://ehso.com/cssdol/dolbreaks.php This seems to be something related to the Department Of Labor. Yet people claim that the DOL doesn't do anything about lunch breaks or typical breaks, either. I've been on the phone with the "Wage and Hourly Division" of the DOL - it got me nowhere so far. So what is this link talking about concerning bathroom breaks, at the bottom? Why is that there and mentioned, if they do not cover such things?

Does anyone have UoP LAW 531 Final Exam Answers? 1. A policy provision that requires an insured to carry a certain minimum level of insurance covering property in order to be able to recover the full policy amount is: A) an exclusion clause. B) an indemnity clause. C) a coinsurance clause. D) a reinsurance clause. E) a deductible clause. 2. Which of the following statutes amended the National Labor Relations Act? A) The Norris-LaGuardia Act B) The Labor-Management Relations Act C) The Worker Adjustment and Retraining Notification Act D) The Labor-Management Reporting and Disclosure Act 3. Which of the following is not a basis for an unfair competition claim under Section 5 of the Fair Trade Commission Act? A) The action allows the party to earn excessive profits B) The action violates the spirit of the antitrust laws C) The action violates a provision of the Sherman Act D) The action violates public policy E) The action is oppressive or unscrupulous 4. Edward's Warehouse stores a variety of generic goods for several distributors in Anytown. Which of the following describes Edward's liability for the bailed goods should something happen to them? A) Strict liability B) Comparative liability C) Ordinary negligence D) Ordinary negligence 5. Where a landowner seeks permission to build a structure that does not comply with the current zoning regulations applicable to the land in question, the landowner would seek an: A) Variance. B) Nuisance permit. C) Covenant exemption. D) Nonconforming use permit. E) Taking compensation. 6. What is a master limited partnership? A) A limited partnership where all the partners have expressly agreed to not be bound by the provisions of the Revised Uniform Limited Partnership Act. B) A limited partnership with at least 10 general and 10 limited partners. C) A limited partnership that is taxed as a corporation. D) A limited partnership that has been in existence for at least 20 years. E) A limited partnership whose partnership interests are traded on a stockexchange. 7. Judy just bought a new business with many employees. She has heard about the requirements of OSHA. What is the employer's general duty under OSHA? A) To obey the regulations announced by OSHA B) To provide a perfectly safe workplace C) To provide a work environment free from known hazards 8. Bob and Mary are husband and wife, respectively. They co-own their home as tenants by the entirety. In early 1997, Bob, without Marys knowledge, sells his share of the home to Alice, a ski instructor at Aspen Ski Area. Bobs will leaves all his property to Edith, a ski instructor at Sun Valley Ski Area. Bob unexpectedly dies on December 16, 1997. Who will own the home following his death? A) Alice will have total ownership. B) Mary will have total ownership. C) Edith and Mary will each own half. D) Edith will have total ownership. E) Alice and Mary will each own half. 9. In an agency for a fixed term, such as 1 year, prior to the end of the stated period,the agent has: A) the right, but not the power, to terminate the arrangement. B) the power, but not the right, to terminate the arrangement. C) both the power and the right to terminate the arrangement. D) neither the power nor the right to terminate the arrangement. 10. Someone who believes that moral decisions should be made such that the greatest amount of good in total results from the actions believes in which moral theory? A) Rawlss distributive justice theory B) Utilitarianism C) Ethical fundamentalism D) Kantian ethics E) Ethical relativism 11. The statute that covers the operations of federal agencies is the: A) The Delegated Powers Administration Act. B) The Administrative Agency Execution Act. C) The Administrative Procedure Act. D) The Federal Agency Conduct Act. E) Agency Enforcement Act. 12. A bailment where money is paid from one party to the other is usually described as: A) solely for the benefit of the bailee. B) for the mutual benefit of the bailor and the bailee. C) solely for the benefit of the bailor or bailee, depending on which received the money that changed hands. D) solely for the benefit of the bailor. 13. A gift of real property made in a will is known as a: A) Legacy. B) Corpus. C) Devise. D) Bequest. 14. A principal gives an agent express authority to get his car running right. The authority that the agent has to enter into contracts for the purchase of auto parts is: A) Inherent authority. B) Express authority. C) Apparent authority. D) Implied authority. E) Authority by estoppel. 15. If an auditor determines that the financial statements do not fairly present the financial results and position of the client, the auditor would issue an: A) Unqualified opinion. B) Qualified opinion. C) Adverse opinion. D) Disclaimer of opinion.

Is a new old America coming? Are we heading for a new "old" America? Are we allowing radical politicians and biased news media to change OUR AMERICA? Radical radio and television talk show hosts and silver tongued politicians work hard at selling their irrational and misleading propaganda. I fear we are witnessing a horrible and dangerous effort by elected officials in Congress to push America back a 100 years or so. They seem to be doing their best to reduce America to two classes of citizens; the extremely rich and the extremely poor. America became the nation it is due to the efforts of intelligent and honorable men and women who have set law and polices for America for over two hundred years. Now, a hand full of politicians, new and old, are trying to turn it all around. These are the same politicians’ who fought to ensure Americas most wealthy kept their tax cuts. These are the same politicians’ who now are trying to take away the rights of working class Americans. These are the same politicians who want to take bargaining rights away from workers, to eliminate overtime pay, and to eliminate workers protection rights. They claim unions that are looking out for workers are not needed because federal law protects the workers. They might as well say police officers are not needed because our laws protect people; that we no longer need a strong Army because international law will protect us. Who will stand up for workers and who will survive reporting violations of Department of Labor and OSHA rules and regulations; complaining employees will be terminated immediately if they have no one to stand beside them. How long will it be before these same politicians move to repeal the labor laws and further reduce workers protection? Will these radical politicians burst America’s Real Bubble; the bubble that has provided America its quality of life, the American dream and America’s opportunities? And why – just so the wealthy can get wealthier? Can we allow this to happen?